Pros
Compensation can be very strong for reps who are favored or placed in advantaged markets, national partnerships they are allowed to run solo; some reps reportedly earn $500K+ a year, while others carrying the same quotas in less advantageous markets or teams are barely pulling in an OTE of $130K. So, the ceiling is high, but it depends heavily on your direct managers impact to your success in building the team and support you need to be successful, where you're located and most importantly if you are liked and given accounts or deals that truly were not earned by performance alone. The company offers a generous monthly budget for wining and dining partners and prospects, which makes relationship building with clients much easier. Work from home is supported, along with reimbursement for travel and home utilities. I have never had this high of an expense account not sure how it's even sustainable to be honest. The product itself is solid, especially compared to a lot of competitors, and the marketing team does good work helping us showcase that. Most onboarding specialists are very good, which makes the handoff after a sale much smoother. Good ERISA team who is a skeleton crew now and rebuilding, but they are a huge help in closing deals with the AEs and PAMS. There are also a few decent leaders at the mid-manager level who genuinely care and try to drive fairness, ethics, and collaborative teamwork, it's unfortunate that they're the exception rather than the norm set by leadership above them. They have the two offsite meetings each year are in nice cities and popular metros and typically provide nice accommodations. Good Swag.
Cons
Leadership operates through fear and intimidation rather than support. Managers have openly stated that this is their preferred leadership style and have encouraged newer managers to adopt the same approach. Employees who ask questions or push back on why certain processes exist are alienated rather than heard. Reps who are seen as "difficult to manage" are quietly punished ...deals, accounts, and revenue opportunities get pulled away from them until they're pushed out because now magically, they are not hitting quota so they can lean on performance plans and start documenting. It feels less like performance management, since that would require the said manager actually leaving and going into the field meeting with the PAM and most importantly the broken partnerships and new partnerships that need top-down influence, but this seems more like retaliation against anyone who doesn't simply fall in line. Many managers, including at the regional/market level, appear unqualified for the scope of their roles. Rather than address that gap, leadership seems focused on promoting the yes man, people that will sell their soul, turn their back on their own ethics and values, for the company and the paychecks. Bullying and different forms of harassment is common and has happened in front of the wider teams, reps being told on calls they'll be fired, being called "dumb" in front of peers by doing certain sales manipulations that however were not only taught by but encouraged to do by others so they could max the comp plan and being publicly called out in unprofessional and demeaning ways. Profanity on calls is routine and wild call outs on national calls to embarrass or shame people is insane but again very common. This same behavior has damaged relationships with national partners including leadership attending other companies' sales kickoffs and using pressure tactics, threats, and unfavorable comparisons to other partners to try to force more business, with little real follow-through or resolution afterward. Senior Vice Presidents never rolling up their sleeves to go into the markets to truly address the partners concerns, these said partners have realigned and partnered with other competitors now and leadership can seem to take accountability for that, instead speak about them in a way that sounds like a burned jealous ex by something they did to deserve it. There are also serious ethical concerns with how the business is run day to day. Leads are reportedly paid for in ways that raise questions about their legitimacy. Forecasting submitted to the board does not appear to reflect reality, and numbers are manipulated to present a rosier picture than what's actually happening. Unethical sales practices seem to be tolerated and overlooked on a daily basis rather than addressed. Pay and opportunity are wildly inconsistent for reps carrying the same quotas, some clear $500K while others in less advantaged markets or teams struggle to reach $130K. That favoritism has done real damage to morale; a lot of tenured people who love and used to care about this job immensely, are burned out, resentful, or have already been pushed out/resigned. They helped build the brand, loyalty, and partnerships, and have been tossed out to bring in new employees that have not witnessed the internal politics. One thing worth noting: the forecasting/numbers manipulation and paying for fake for leads and looking the other way on unethical sales practices in order to show the board beefed up data is a separate category from the culture and behavior complaints. This should be looked at as fraudulent conduct toward the board and possibly investors, not just poor management style. I don't see how they will go public without addressing these issues.